Therese Anne C.

Mingote BSA-4

STRATEGIC HUMAN RESOURCE MANAGEMENT

The aim of strategic human resource management is to aid the companies in
meeting employee needs and at the same time promoting the goals of the company as
well. Human resource management or HRM is concerned with business aspects that
deal with employees. These aspects include training, benefits, hiring and firing, pay and
administration issues. The HR department also offers vacations and sick days, safety
procedure information and work incentives.
Strategic HRM is concerned as a primary part along with the human resource
capital of a company. It focuses on the long-term people issues of an organization and
helps in the creation of an organizational structure that is prepared to adapt to changes
like mergers, downturns and acquisitions. The strategic HRM emphasize on the
betterment of the code ethics of the organization, as well as on managing the impacts
that the business decisions of a company are going to have on the society at large.
Defining the performance measures is considered an important measuring scale
for an organization, according to the American Management Association. The workplace
behaviors have a major impact on the failure or success of a company and the top
leaders play a role in getting the employees to realize this. HRM strategies are meant to
give the leaders a chance to come up with an organizational culture that it inductive to
working for employees. Employees in a high-potential organization are known for their
creativity and high performance levels.

In this age of fast-paced technology and globalization, HR has become more necessary
than ever. The electronic age has brought competitive forces closer to company doors,
and managers have to confront and face them squarely to achieve a better market
position and organizational excellence.

VISION

ANALYSIS

MISSION

Stakeholders
interest
Competitors

HR PRACTICES

HUMAN RESOURCE
STRATEGIES
Internal Control

HUMAN RESOURCE
OUTPUT

COMPANY OUTPUT
SUCCESS

The diagram represents the new role of HR as a strategic partner, as an ally, and a
contributor to a companys success. HR to be fully functional should be in line with
corporates vision, mission, and strategy planning, implementation and formulation.
The companys vision specifies the companys directions. The companys mission
explains the companys reason and purpose for existence.
The companys stakeholders represent the people who comprise the whole oragnization
aside from the stockholders, the company depends on its customers, employees,
suppliers and the community members. Environmental scanning is done to look into the
companys strengths, weaknesses, opportunities, and competitors stake in the industry
where the company belongs.
Human Resource come now into the picture in terms of capitalizing on one of its
greatest assets: manpower. Taking its employees on a group means that there are
areas that the company should know fully well on its human resources.
The next important aspect in the diagram points specifically to HR
There are three major categories. Work Design and People Management, Pay Structure

and Benefits, and Employer Relationships and Negotiations. Under Work Design and
People Management, the traditional functions are included such as human resource
planning, job analysis and work design, recruitment, selection and placement, and
training and development.
WORK DESIGN
Jobs are designed on the basis of strategy formulation and implementation. It
is also based on the organizational structures that indicate how industrial functions
together to the organization as a whole.
In short, there is no best way of designing jobs. It really depends on the
organizations overall strategies and plans.

Work design is analyzed using the following diagram:

PHYSICAL/ MENTAL INPUTS
TASKS/
FUNCTIONS
Materials
Information
Equipment
Machines/ facilities

PRODUCTION
OF
OUTPUT
MEASUREMENT

HUMAN INPUTS
Knowledge
Skills
Abilities
Work design should be carefully made starting from Physical/ Mental Inputs down to
Measurement.
JOB ANALYSIS
Job analysis refers to the process of obtaining information about job. As the
building block of HR its forms the foundation and starting point of HR managers in
selection, performance appraisal, etc.
Selection.
Performance Appraisal. It deals with getting all the necessary information
about how well the employees perform.

Training and Development. Job analysis determines the kind of training

needed by the employee through the kind of tasks performed by each employee.
Job Evaluation. When each job is assessed according to its performance, job
analysis helps in setting up just pay structures.
Career Planning. As employees grow in the organization, career planning. Job
analysis lists down the skills of a particular job and the career opportunities that go with
it.
Work Redesign. Sometimes, there is a need to redesign work. In order to do
this, there is a need to obtain detailed information about a particular job.
Human Resource Planning. HR planners need pertinent information to
analyze an organizations needs. Job analysis provides the level of skills of employees
in the organization so that they would know the appropriate number of personnel
needed.
ELEMENTS OF RECRUITMENT.
The following are some of the reasons for recruitment:
*Replacements for high turnover
*Additional manpower for future expansion
*Upgrading the calibre of people because positions have become more complicated.
*Hiring to have the competitors ability to hire.

INTERNAL HIRING
Most unionized companies see to it that any vacancy is posted in the bulletin
board at least two weeks. This is a requirement of the Union so that their members can
be given the chance to apply for the said vacancy. This is a condition whether
somebody is already being eyed for the position.
EXTERNAL HIRING
A company can focus on new graduates. Fresh from the academe, a company
can go straight to college campuses and target fresh, inexperienced applicants, in the
same manner, a company can concentrate on applicants who come from the industry.
The advantage here is the applicants already know the ins and outs of the industry.
JOB DESCRIPTIONS
Job descriptions are essential tools in the success of the organization. These are

written statements of the duties, responsibilities, reporting relationships, and minimum

qualifications of a job.
STRATEGIC INSIGHTS
Innovation is a primary element of entrepreneurship. Managers make a thorough
search of possible aspects of the product, or service that needs innovation. In the case
of new ones, there is a need to really dig in for new concepts.